This piece was written as a semester-long reflection of my four years spent in leadership development at Elon University. In this paper, I give my own personal definition of leadership, and describe influencing factors.
This assignment analyzes leadership philosophy in regards to the literary leadership materials, also based on my personal reflection of leadership. From the adage leaders are born and not structured, Leadership to me is the realization of having the ability which can influence thoughts, ideas and actions of others so that they can achieve sets of preset goals, tasks, duties and responsibilities. This I believe can be injected in any organizational setup, thus I agree that leadership is a very essential facet in contributing achievements of success to individuals (Ambler, 2005). While the adage maybe accurate for charismatic leaders, I also agree with scholars in this field articulate that positive gens combined with building skills will persuade people to become leaders that are effective.
Transactional leadership emphasizes results, stay within the existing structure of an organization and measures success according to that organization’s system of rewards and penalties.
transactional leaders famous examples
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Assumptions of Transactional Theory
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Implications of Transactional Theory
Difference between Transactional and Transformational Leaders
Leadership Styles
Trait Theory
LMX Theory
Transformational Leadership
Continuum of Leadership Behaviour
Likert’s Management System
people who are transactional leaders
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TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIPSantosh Meka
The Brief idea about the Transactional Leadership and Transformational Leadership.
Difference between them and component and implications of this style model.
In the 21st Century, it has become crucial for leaders to become more responsible. This presentation talks about the importance and the minority research. It continues to integrate culture and how Leaders are required to influence, motivate, and be a role-model for its followers. An interesting presentation to start a discussion.
What is Transformational Leadership?
Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.
This assignment analyzes leadership philosophy in regards to the literary leadership materials, also based on my personal reflection of leadership. From the adage leaders are born and not structured, Leadership to me is the realization of having the ability which can influence thoughts, ideas and actions of others so that they can achieve sets of preset goals, tasks, duties and responsibilities. This I believe can be injected in any organizational setup, thus I agree that leadership is a very essential facet in contributing achievements of success to individuals (Ambler, 2005). While the adage maybe accurate for charismatic leaders, I also agree with scholars in this field articulate that positive gens combined with building skills will persuade people to become leaders that are effective.
Transactional leadership emphasizes results, stay within the existing structure of an organization and measures success according to that organization’s system of rewards and penalties.
transactional leaders famous examples
people who are transactional leaders
transactional vs transformational leadership
transactional leadership style examples
famous transactional leader
transactional vs transformational
weakness of transactional leadership
who is a transactional leader
Assumptions of Transactional Theory
people who are transactional leaders
transactional vs transformational leadership
examples of transactional leaders today
transactional leaders examples
history of transactional leadership theory
transactional leadership theory pdf
articles on transactional leadership theory
transactional leaders famous examples
Implications of Transactional Theory
Difference between Transactional and Transformational Leaders
Leadership Styles
Trait Theory
LMX Theory
Transformational Leadership
Continuum of Leadership Behaviour
Likert’s Management System
people who are transactional leaders
example of a transactional leader
famous transactional leaders
transactional leaders famous examples
people who were transactional leader
characteristics of a transactional leader
transactional vs transformational leadership
transactional leadership theory
TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIPSantosh Meka
The Brief idea about the Transactional Leadership and Transformational Leadership.
Difference between them and component and implications of this style model.
In the 21st Century, it has become crucial for leaders to become more responsible. This presentation talks about the importance and the minority research. It continues to integrate culture and how Leaders are required to influence, motivate, and be a role-model for its followers. An interesting presentation to start a discussion.
What is Transformational Leadership?
Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.
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How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
2. “An Elon Leader exercises civic responsibility, taking action and engaging others
to make a positive difference for the common good.”
‐Elon University Center for Leadership
ABSTRACT
A close friend once told me that, “the point of a puzzle is not to confirm the identity
of a single piece, but to marvel at its role in the bigger picture.” I feel as though this has
been the main purpose of the entire process of developing my personal leadership
philosophy, and in reflecting on the impact of the Isabella Cannon Leadership Program over
the last four years. I often times think about elements of leadership in their separate
contexts, but rarely take the time to place these things in the larger framework of my
leadership development at Elon. That is what this legacy paper does. I will begin by stating
what leadership is to me. I will then seek to investigate the pieces that have been put into
place over the last four years. Broadly speaking, I will be examining my knowledge of
myself, knowledge of others, and my personal practice of leadership. From defining my core
values to an in‐depth look at the academic courses, programs, leadership positions, and
events, I will reveal what it is about the past four years in ICLP at Elon University that has
shaped who I am, and the kind of leader I have chosen to be.
MY LEADERSHIP PHILOSOPHY
In developing this idea of what leadership is, I examined what was most important
to me in and as a leader. Since leadership is so broad and so situational, this could not be a
process whereby I could generalize leadership for everyone. Rather, the task is to determine
who I am as a leader. I asked myself, what is it that shapes the vision? What are the factors
1
3. that comprise a leader, and what makes these things add up to create something larger
than ourselves as leaders? Thoughtful reflections on these things lead me to generate the
following definition of leadership:
Leadership is about more than simply having followers; it is not a title, and it is not
achieved by just following a few principles. Leadership is complex, though at its core, it is
having the courage to make the right choices – not just the popular ones, engaging others in
a vision, and empowering followers to pursue a shared purpose of achieving a positive,
lasting impact.
KNOWLEDGE OF SELF
My leadership philosophy has been shaped by several factors, the first of which is
the knowledge of self. I am a firm believer that until you know yourself first, you are not
able to meet your fullest potential as a leader. When stripped of process, leadership in its
most raw form is a relationship. Without followers, there would be no leader. The greatest
relationships exist when each person knows first themselves and what they bring to the
table, impacting all leader/follower relationships. The leader approaches the relationship
confidently, knowing that the leader and follower can mutually benefit from their
interaction. One of the most important things that I have done in terms of my personal
development is to identify my core values. Additionally, there are many tools available that
allow us to gain a better understanding of ourselves as leaders. Through academic
coursework as well as ICLP, particularly the Emerging Leaders phase, I have been able to
2
4. compile the following about myself. I have defined my core values, as well as reflected on
assessments that were particularly impactful in terms of me becoming a leader.
Core Values
Possibly the most critical step to becoming an effective leader is to determine and
understand one’s core values. Many of my values are a result of my childhood, however,
these values have been shaped and tested throughout my time at Elon, as I have been
challenged to make decisions as a campus leader. I have determined the following items as
my top eight core values:
Authenticity: One cannot be an effective leader without first having a comfortable
knowledge of him or herself. Once this understanding is gained, decisions should be made
in such a way that the leader stays true to his or her ideals. An authentic leader stays true
not only to themselves, but to others. This means consistency in behaviors and decisions,
and an appropriate degree of openness with followers. Followers should be aware of the
leader’s values and decision‐making process, and should trust that the leader is being
genuine in interactions.
Integrity: W. Clement Stone said, “Have the courage to say no. Have the courage to face the
truth. Do the right thing because it is right.” Ethical practice has a significant place in the
Elon community, particularly in my academic experience with the business school, and
throughout all the complex definitions and descriptions of ethics and integrity, it boils down
to knowing what is right, and doing it, regardless of whether or not anyone is watching.
Perhaps the most important of the values, integrity sets the framework within which the
3
9. While self‐assessments are not the end‐all be‐all in terms of understanding myself,
they are helpful in terms of clarification and confirmation. Knowing who I am as a leader
influences my approach to leadership situations. The more knowledge I have, the more
confidence I gain in my ability to approach an uncertain situation and be successful.
KNOWLEDGE OF OTHERS
When one has clarified his or her individual identity, this knowledge must be
coupled with knowledge of followers in order to be an effective leader. With the foundation
of self, a leader must transition into understanding the behaviors of others, specifically in
the group setting, and identify opportunities to utilize personal strengths to have an impact
on the group. The goal of group knowledge is not to be able to manipulate followers, rather,
to improve the leader’s ability to lead the group. Ultimately, a better understanding of
followers results in leveraged strengths and group cohesiveness, yielding synergy in the
group process.
My involvement with ICLP and the leadership minor have provided me with
countless opportunities not just to interact with groups, but to participate in activities
specifically designed to increase awareness of the leader/follower relationship and group
dynamics. Phase II’s focus on collaboration centered around Lead Labs, which proved to be
in and of itself a challenging experience. My group’s topic, “Making Leadership Count,” was
a conceptually simple task that exposed me to the complex nature of leadership. As a
group, we assumed cohesiveness too early on, which, when coupled with a fluctuating level
of excitement and motivation towards the project resulted in mediocre results. While this
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11.
(http://robcrispe.files.wordpress.com/2008/03/slii.gif)
As a follower, I have been greatly benefitted by situational leadership. As a summer
intern for a marketing company, I came in knowing only the classroom applications of
marketing – I had yet to gain any true real world experience. The president of the company
took time to get to know me, and to understand that I needed a high level of direction, and
engaged in a combination of directive and coaching behaviors. As a result, I felt well
supported, and though I was nervous about my performance as an intern, I slowly gained
confidence as I familiarized myself with the business and the processes. With this, I was
given a much more responsibility, as well as freedom to attend client meetings and even
manage several tasks independently. My final task was acting as the Production Assistant
for a commercial that happened to be the firm’s largest pitch to date at the time. Having
developed such close working relationships with the members of the company, they knew
my strengths and were able to place me in a roles in which I would succeed. This reflected
the transition towards the supportive style, as my supervisors took time out of their
schedules to make sure I was having a positive, meaningful experience as an intern.
10
13. One of my most difficult years of college was my junior year. Phase III, appropriately
titled “Change,” saw a great deal of change come about in my life from daily decisions to
what I ultimately want to pursue. Struggles with leadership positions at the end of my
sophomore year carried over into the beginning of my junior year, when I began to feel a
great disconnect between myself and my organizations. While junior year is typically when
many students have their highest leadership roles, I felt myself drawing away from my
organizations, but not really identifying why. Though I completed my organizational change
of improving communication systems within my organization in order to make sure that all
members felt included and their opinions appreciated, I felt that my whole self was not in
the process. Rather than improving communication to truly have an impact on the
organization, it felt like I was going through the motions to fulfill a requirement. I left that
January to study abroad in Perugia, Italy, and the remainder of my college experience has
been dramatically altered as a result. Studying abroad meant confronting both myself as
well as a new place and culture. Though I was 4,664 miles away from Elon, I still was
connected by the use of the leadership skills I had gained, though its use was in an entirely
new context. Having to chart my own course in a new culture opened my eyes to the
diverse perspectives that exist in the world that lies ahead of me, especially as an
International Business major. If anything, I became a much more flexible leader, calling on
contingency theory and situational approaches when presented with a variety of
challenging situations, from getting stuck at a bus stop at 9pm miles outside of the city my
first week in Perugia to working with a team of American and Italian students to develop an
international business strategy that was presented to the CEO of a wine company. I can now
12
14. say that my time abroad was not only renewing, but was monumental in terms of my self‐
discovery. I was able to zero in on things I am incredibly passionate about, that will
influence the way I live and the way I lead. I stretched my limits, and was rewarded with a
rich cultural experience.
In brainstorming through ideas for my Common Good Project, I knew I wanted to do
something with Study Abroad, however, I didn’t necessarily know what. Coming back to the
United States was challenging in that as I began to reflect on my decisions over the past 3
years, up until my study abroad experience I saw a pattern of spreading myself too thin for
the wrong reasons, doing things because I felt that it was the “Elon leadership path” and
this is what was expected of me. This was initially upsetting, but ultimately resulted in a
commitment to my own path and doing things that I am truly passionate about. However,
regardless of this commitment, I still felt a disparity between who I felt I became abroad,
and who I was supposed to be back at Elon. I spent a great deal of time trying to identify
where the greatest disconnect between the two, and came to realize that it lie in
articulating the experience itself, and then bringing it back to Elon in a way that generates
positive changes. After meeting with Heidi White in the Isabella Cannon Center for Study
Abroad, I came up with the following goals for my Common Good:
• To provide students with a workshop that will allow them to grasp personal changes
as a result of their study abroad experience
• Provide students with tools to aid in reflecting these skills in resumes, cover letters
and interviews, so the student is well‐equipped to market themselves and their
13
15. study abroad experience in the context of internships, jobs, and graduate school
applications
• Student’s increased ownership of the study abroad experience including its:
o Challenges, power for transformation
o Ways student grew personally
Throughout the process of my Common Good, I was fortunate enough to have very
few challenges. The major challenge for me was doing something that would not only be
sustainable, but would also connect to my legacy. In working with Heidi White, we
presented a workshop in conjunction with the Leadership Development Institute entitled,
“Marketing Your Study Abroad Experience.” So much of the common benefit comes from
the fact that nearly 70% of Elon students study abroad, compared with only 1.5% of college
students nationwide. By giving students the tools they need to articulate their experiences
through resumes, cover letters, interviews, etc., the Elon student gains a huge competitive
advantage and is able to stand out.
While I did a great deal of follow‐up (surveys, speaking with participants) in order to
make the presentation sustainable, my legacy at Elon is not necessarily left in a workshop,
presentation or even an organization. My legacy has developed over the years as I have
discovered who I am, what I am passionate about, and most importantly, where I can have
an impact. I may not have taken the most conventional path to get here, but if I have
learned anything, I know that it is the journey – not the destination – that matters. Studying
abroad was one of the most meaningful experiences of my college career, and to be able to
14
16. articulate what that experience did for me is something I value, and want to share with
others. I strongly believe that most students who study abroad are impacted both
personally and professionally, and to be able to identify newfound strengths ultimately
further benefits the ability to create change for the common good.
CONCLUSION
In his visit to Elon University my freshman year, Colin Powell said “Leadership is
leadership is leadership. At this stage in life, you’re learning how to be a good leader, and
being a good leader means first being a good follower. As a leader, people are counting on
your integrity. Start training now. You are the next generation of leaders.” I think that when
we truly commit ourselves to understanding ourselves as leaders, as well as learn to
understand our followers and the relationship that exists between leader and follower,
there is potential for great change. Rooted deeply in our values and understanding of
leadership, we as Elon leaders have a unique opportunity to empower others to make the
world better than it was when we came into it. We have reached a time where we have
stopped dreaming and started doing. Who we are as leaders ultimately lies in the
ownership we have over our experiences and the actions we take in light of the fact that we
are the change agents of today.
(see attached: Elon Experiences Transcript)
15
17. Elon Experiences Transcript
Study Abroad | Service | Internships/Co-Ops | Leadership | Undergraduate Research
Name: Paige L Hannah Major(s): Business Administration
Degree:
Minor(s):
Study Abroad
SPRING 2008 Comparative Glbl Bus Cultures SEMESTER
Service
FALL 2005 Individual Placement 3 HRS
SPRING 2006 Safe Rides 4.5 HRS
SPRING 2006 Elon Cares 1 HRS
SPRING 2006 Elon Cares 2 HRS
SPRING 2006 Individual Placement 6 HRS
SPRING 2006 Blood Drives 3.5 HRS
WINTER 2006 Blood Drives 2 HRS
SPRING 2006 Alpha Phi Omega 12.5 HRS
SPRING 2006 Elon Cares 1 HRS
FALL 2006 Safe Rides 2 HRS
FALL 2006 Alpha Phi Omega 11 HRS
Leadership
FALL 2006 APO Vice-President
SPRING 2007 Campus Outreach Leader
FALL 2007 Campus Outreach Team Captain
FALL 2008 PH4 Representative
FALL 2008 Italian Club Secretary
16